As online debates spill into workplace tensions, cultivating a culture of civility is critical for organizational success.
This HR Spotlight article gathers insights from business leaders and HR professionals on one key leadership behavior to promote a positive work environment rooted in respect.
From modeling constructive curiosity to leading with empathy and accountability, these experts share strategies that transform conflict into collaboration.
Their approaches emphasize safe spaces for dialogue, proactive problem-solving, and inclusive communication, offering actionable lessons for leaders to foster civility, enhance team cohesion, and drive sustainable growth in today’s dynamic workplaces.
Read on!
One leadership behavior I rely on to promote civility is modeling respectful disagreement in public.
In a remote team of creatives, developers, and marketers, ideas will clash—and that’s healthy. But the tone and transparency of how I respond to pushback set the standard.
When I calmly acknowledge differing views and ask clarifying questions instead of reacting defensively, it signals that disagreement isn’t conflict—it’s collaboration.
I also avoid private correction for public debates; instead, I treat those moments as opportunities to show what respectful discourse looks like in real time. This has created a team dynamic where people feel safe sharing ideas, knowing they won’t be shut down or shamed.
In today’s digital-first workplace, civility isn’t just about being nice—it’s about showing emotional control and leading with curiosity instead of ego.
Model Respectful Disagreement for Civility
Josh Qian
COO & Co-Founder, Best Online Cabinets
One effective leadership behavior for nurturing a positive work culture is to prioritize and model accountability.
When leaders take responsibility for their actions and decisions, they set a powerful example for the entire team.
By fostering a culture where accountability is valued, team members are more likely to own their roles and contributions, leading to higher levels of engagement and collaboration. When everyone feels accountable for their part in the team’s success, it reduces blame-shifting and defensiveness, which can often escalate conflicts.
Encouraging regular feedback, both giving and receiving, reinforces this culture of accountability. It helps create an environment where individuals feel empowered to speak up and share their perspectives, ultimately leading to more constructive discussions and a stronger sense of team cohesion.
Modeling Accountability Builds a Better Culture
Rabbi Shlomo Slatkin
Certified Imago Therapist & Advanced Clinician, The Marriage Restoration Project
The one behavior which is extremely helpful is curiosity.
If an employee is disruptive, causing conflict, or underperforming, instead of rebuking or criticizing them, become curious about their story. Ask questions without interrogating. Find out what’s going on for them. Learn about what’s bothering them at work, at home, etc… Listen without judgment, without responding. As you listen long enough, they will undoubtedly make sense, even if you don’t agree.
Once people feel heard and that you care about what they have to say, they are much more likely to be responsive and more willing to collaborate.
After working with high conflict couples for over twenty years in his marriage counseling practice, I have discovered that the same process used with couples is exactly what companies need to do to sort out their workplace and communication differences.
Curiosity is a Leader’s Best Tool
Dennis Shirshikov
Head of Growth & Engineering, Growthlimit
At its essence, civility thrives when leaders regularly acknowledge and validate the different perspectives people bring to the table.
So, by actively seeking input from everyone, leaders indicate that all voices matter and opposing ideas are not quelled, but welcomed. This active recognition also contributes to breaking down hierarchical walls and stimulates open dialogue and reciprocal respect. It builds a culture where people are comfortable sharing concerns, questioning ideas, and sharing creative solutions. Because fundamentally, this behavior is indicative of a leader’s dedication not just to the performance metrics but to the human dynamics that will continue to drive long-term collaboration.
As perspective taking becomes a habit, ingrained as a cultural imperative, everyday interactions that reflect the organization’s deeper values of respect and inclusion emerge.
Validate Perspectives to Foster Civility
Be a leader who communicates well.
When it comes to conflict or issues with hostility in the workplace, those can be awkward situations to have to address. But, you have to be a leader who is willing to tackle them head-on and communicate clearly and effectively with your team. You can’t be a leader who shies away from the hard conversations and hopes that issues will resolve on their own.
This is just one of many reasons why it’s so important for leaders to be great communicators.
Communicating as a leader doesn’t just mean communicating with investors and external individuals – it means interpersonal team communication as well.
Leaders Must Tackle Hard Conversations
Adam Hamilton
CEO, REI Hub
Lead with compassion.
Compassionate leaders are able to lead in a way that always considers everybody’s feelings and makes sure to create a workspace where every single employee feels supported.
When you lead with compassion, you can help inspire compassion among those you lead, setting the foundation for how you want your team to treat each other. Leading with compassion also allows you to tackle delicate situations like conflict resolution with care.
Compassionate leadership is a type of leadership where you are able to both be effectively hands-on and you are able to set the tone for how your team acts even when you aren’t around.
Compassionate Leadership Sets a Positive Tone
Oleksii Kratko
Founder & CEO, Snov
One behavior I’ve championed across our 180-person global team (including conflict-zone engineers in Ukraine) is “Friction Fridays”: Every leader hosts a 15-minute virtual coffee where team members share one work-related frustration anonymously via sticky notes. The leader reads them aloud, and we collectively brainstorm solutions. No blame, just problem-solving.
This ritual transforms passive resentment into active collaboration.
For example, a note like “Design mockups always arrive late, making QA rushed” became a new Slack protocol where designers tag “ready for review” with a 24-hour buffer. The magic here is that vulnerability starts at the top, as I kickstart sessions with my own flaws (“I overbook calendar slots; call me out!”).
Civility isn’t about avoiding conflict, it’s about creating safe spaces to resolve it.
Friction Fridays Resolve Conflict with Collaboration
One of the most effective leadership behaviors to promote civility is modeling ‘constructive curiosity.’
When tension arises, leaders should respond not with judgment or silence, but with thoughtful questions: ‘Help me understand your perspective’ or ‘What outcome are you hoping for?’ This shifts the tone from conflict to collaboration.
At Trep DigitalX, we actively train team leads to stay curious rather than defensive, especially in disagreement. It creates space for open dialogue without escalating friction.
By normalizing respectful inquiry, we create a culture where it’s safe to challenge ideas, not people. Civility isn’t about avoiding conflict; it’s about how we engage when it happens.
Constructive Curiosity Promotes Workplace Civility
Good leaders should know how to resolve conflict.
They should know how to step in during the middle of an argument, how to handle a conflict once it’s happened, and how to prevent conflict in the first place. These situations can be a bit tricky to handle since emotions can be heavily involved, which is why leaders need empathy.
Leading with empathy allows you to see things from everyone’s perspective and come up with a course of action and resolution that respects everyone’s feelings and opinions.
So, having empathy and stepping in is necessary for any good leader to foster civility and handle conflict.
Empathy is Essential for Conflict Resolution
The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.
Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?
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